Romanian employers are recruiting from outside the European Union in significant numbers, and the framework governing how they do it has been rebuilt from the ground up. Employment permits and secondment permits have been abolished. In their place sit a single electronic application, two distinct long-stay work visa types, a national shortage occupations list, compulsory employer registration, and a licensing regime for placement agencies that did not previously exist in this form. For recruitment businesses outside Romania, that is both an opportunity and a trap: the demand is real, but the rules about who may lawfully do what have tightened considerably.

This page explains how a recruiter partnership in Romania works with AtoZ Serwis Plus, who may apply, what is verified before onboarding, and the part most partnership pages avoid where the legal boundaries of an overseas recruiter’s role actually sit. Every candidate discussed here is being put forward for a genuine job with a Romanian employer, located in Romania. Nothing on this page concerns employment in any other country.

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Become a Recruiter Partner for Romania

The programme is a business-to-business arrangement between AtoZ Serwis Plus and recruitment organisations or qualified sourcing professionals operating lawfully in their own markets. Partners identify and prepare candidates who match real vacancies held by Romanian employers. AtoZ Serwis Plus coordinates the Romanian side of the process, working with the employer and, where the law requires it, with an appropriately authorised placement agency.

What we are not offering is a job board with instant access. Vacancies exist only where a Romanian employer has a genuine requirement and has met the conditions that allow it to recruit third-country nationals at all. Partnership applications are reviewed before acceptance, and acceptance depends on what your organisation is legally permitted to do in the country where it operates.

Why Romania Needs International Recruitment Partners

The pressure on Romanian employers is structural rather than cyclical. The working-age population has been shrinking through a combination of low birth rates and sustained outward migration, while manufacturing, construction, logistics and food production have continued to expand. The Government sets an annual quota of newly admitted foreign workers by decision, and the level at which it has been set reflects an economy that cannot fill its vacancies domestically. The national shortage occupations list runs to several hundred entries, from cooks and drivers to carpenters, electricians and unskilled production roles.

At the same time, the reform has made the process harder to navigate alone. Employers must hold a specific status on a Government platform before they can recruit. Occupations must be matched to classification codes. Contracts must be bilingual and registered before an application is filed. Documents must be translated and legalised in prescribed ways. An overseas agency that understands its own candidate market perfectly can still fail on Romanian procedure, and a Romanian employer with an urgent need often has neither the time nor the international reach to source alone. That gap is what this partnership exists to close.

What the Recruiter Partnership Programme Is

The programme divides one process across parties who are each qualified to do their part. You bring market knowledge, candidate access and screening capability in your own country. We coordinate requirement definition with Romanian employers, route assessment, documentation, and the sequence of steps that ends with a lawfully documented worker starting a job in Romania.

The B2B and B2B2C Model in a Romanian Context

Most partnerships operate on a business-to-business basis: your organisation contracts with us, and the candidate remains your client relationship until the point of submission. Some partners operate closer to a business-to-business-to-consumer model, staying involved with the candidate through preparation and departure. Both work, but neither changes the legal position underneath.

The critical point is this. Under Romanian rules, the entity that submits the single application for permanent, seasonal and cross-border workers must be an authorised placement agency or an employer holding authorised-employer status. Authorisation to act as a placement agency for foreign workers is granted by the National Employment Agency and is available to legal entities established in Romania with the relevant trade-register activity code for employment placement, including branches of foreign companies, and to legal entities established in an EU or EEA member state or in Switzerland with an equivalent business object. An agency established outside those territories cannot obtain that authorisation directly.

That does not exclude such agencies from the process. Romanian rules require an authorised agency to be transparent about its contractual relationships with external partners, which must be declared on the platform, and the single application itself includes a field for the external partners involved. An overseas sourcing partner therefore has a recognised place in the chain as a declared external partner supplying candidates to an authorised structure, not as the entity performing placement in Romania. Being clear about that distinction from the outset protects everyone.

Who May Apply, and How Eligibility Is Verified

Enquiries are welcome from organisations and professionals who source candidates lawfully in their own markets. Typical applicants include licensed recruitment agencies, overseas workforce and employment agencies, HR consultancies, staffing businesses, candidate-sourcing companies, experienced independent recruiters, and immigration-service businesses. Partners currently operate across Europe, Asia, Africa, the Gulf and Latin America.

Being in one of those categories does not by itself make an organisation eligible. Eligibility is assessed against the person’s or organisation’s legal status, country of operation, licences and permissions, and the activities they propose to carry out.

Terms That Are Often Used Interchangeably and Should Not Be

• Candidate sourcing. Identifying and attracting people who might match a role. Usually the least regulated activity, though many countries license it.
• Candidate referral. Passing a profile to another party with the candidate’s informed consent. Distinct from placement.
• Recruitment coordination. Managing the process between employer, candidate and other parties without performing the regulated placement act itself.
• Employment placement. The regulated activity of mediating employment. In Romania, this requires authorisation for foreign-worker placement, and carrying it out without authorisation is prohibited.
• Immigration support. Assisting with documents and procedure. Regulated in some countries and not others; it is not the same as placement.
• Employer selection. The hiring decision, which belongs to the Romanian employer alone.
• Government approval. The decision on a visa or residence application, which belongs to the competent Romanian authorities alone.

Licensed Agencies and Eligible Candidate Sourcers

Many source countries operate their own licensing systems for overseas recruitment, emigration, or workforce licences, registration with a labour ministry, or bonding requirements. Where such a system exists, holding a current licence is a condition of partnership, and we will ask to see it. Where it does not, we look at company registration, trading history, references, and how the organisation handles candidate money and data.

Independent recruiters can and do work with us, but the question is always the same one: what is this person legally permitted to do in the country where they operate? An individual who can lawfully source and refer candidates is a viable partner. An individual describing themselves as an agent while performing unlicensed placement in a country that regulates it is not, and we will decline rather than expose a candidate to that risk.

Roles and Responsibilities

What Recruiter Partners Are Responsible For

• Operating lawfully under the licensing, recruitment and advertising rules of the country where they work.
• Presenting the vacancy honestly: the actual occupation, salary, hours, contract length, location, accommodation terms and deductions — without embellishment.
• Obtaining documented, informed candidate consent before any personal data is shared, and handling that data lawfully.
• Screening candidates against the real job description rather than forwarding volume.
• Verifying that documents are genuine and that the candidate holds a travel document valid for the intended contract period.
• Never charging candidates any fee, commission, deposit or guarantee in connection with employment in Romania.
• Reporting promptly if a candidate withdraws, becomes unavailable, or if any information previously supplied turns out to be inaccurate.
• Keeping candidates informed truthfully, including about the parts of the process nobody controls.

What AtoZ Serwis Plus Is Responsible For

• Reviewing partnership applications and confirming eligibility before onboarding.
• Documenting Romanian employer requirements accurately and communicating them without inflation.
• Assessing which legal route applies to an occupation and flagging where a role will not work as specified.
• Coordinating with the Romanian employer and, where the law requires it, with an appropriately authorised placement partner.
• Providing case-specific document checklists and reviewing files for consistency before submission.
• Coordinating interview scheduling and communicating employer feedback.
• Supporting consular preparation, arrival coordination and residence formalities where these form part of the agreed service.
• Giving partners realistic status updates based on the actual position of the file.

What the Romanian Employer Is Responsible For

• Holding the correct status on the Government platform before recruiting third-country nationals at all.
• Issuing the firm job offer setting out the genuine conditions of employment.
• Making the hiring decision and signing the individual employment contract.
• Providing equal pay and conditions to those of a Romanian worker in the same role, paid into a bank account.
• Concluding the contract in Romanian and in a language the worker understands, and registering it in the national employee register.
• Meeting accommodation, transport, reporting, language-course and worker-protection obligations imposed by Romanian law.

What the Candidate Is Responsible For

• Providing genuine, complete and accurate documents. A single falsified document ends the process and can affect future applications.
• Attending the consular appointment in person and providing biometric data where required.
• Applying for the residence document after arrival within the applicable deadline.
• Working for the employer named in the file, under the agreed contract.
• Asking questions before departure rather than after arrival.

What Support Recruiter Partners Receive

Support is practical rather than promotional. Partners receive documented Romanian employer requirements including occupation, location, salary, shift pattern, experience and language expectations. They receive a route assessment explaining which visa category applies and what that means for the documents the candidate must produce. They receive case-specific document checklists rather than generic lists, because requirements differ by route, occupation and nationality.

Beyond that: file review before submission, so avoidable errors are caught early; interview coordination around the employer’s operating hours, with interpretation where needed; guidance on consular requirements published by the competent Romanian mission; and status updates that reflect where a file actually is. Onboarding includes a briefing on the Romanian framework, because a partner who understands why a document is needed prepares it correctly the first time.

Genuine Romanian Employer Requirements

Every vacancy in the programme originates with a Romanian employer that has a real position to fill. Before a role can be worked, several things have to be true. The employer must be registered on the Government platform, or hold authorised-employer status where it intends to recruit directly for the D/AM2 categories. The occupation must qualify under the applicable route. The employer must have headroom under the rule limiting the number of foreign nationals it may engage to the average number of employees registered in the previous year according to its trade register certificate. And the firm job offer must describe conditions the employer can actually deliver.

Where any of those is missing, the honest answer to a partner is that there is no vacancy to work yet. Available vacancies depend on genuine Romanian employer demand, and volumes vary by season, sector and region.

Candidate Sourcing for Romania

Sourcing may be coordinated internationally, but the destination is fixed. Every candidate is applying for a job in Romania with a named Romanian employer. A Romanian work visa and residence document authorise employment in Romania with that employer, and are not a route to work anywhere else.

European and Neighbouring Markets

Sourcing markets in Europe and Romania’s neighbourhood include Ukraine, Moldova, Serbia, Albania, Kosovo, North Macedonia, Georgia, Armenia, Bulgaria, Croatia, Latvia, Lithuania and other eligible European markets. Two distinctions matter here. Candidates who are EU, EEA or Swiss citizens need no work visa and no single application at all — for those, the process is an ordinary recruitment exercise. Separately, citizens of the Republic of Moldova, Ukraine and the Republic of Serbia employed on a full-time individual employment contract fall within the D/AM1 route, which the registered employer files directly and which carries no shortage-occupation restriction. For partners with reach into those markets, that is a meaningful structural advantage.

Non-European Markets

Sourcing in Asia and Central Asia may include India, Nepal, Bangladesh, Pakistan, Sri Lanka, the Philippines, Vietnam, Indonesia, Kazakhstan, Uzbekistan, Kyrgyzstan, Tajikistan and Azerbaijan. In the Gulf region, partners often work with experienced candidates already employed in the United Arab Emirates, Saudi Arabia, Qatar, Kuwait, Oman and Bahrain. African markets may include Kenya, Uganda, Ghana, Nigeria, Egypt, Morocco, South Africa and other eligible markets. Latin American sourcing may include Brazil, Colombia, Argentina and other eligible markets.

Listing a country describes where sourcing may be possible, not where it is guaranteed. Candidate eligibility depends on the genuine vacancy, Romanian immigration rules, the shortage occupations list where applicable, employer requirements, qualifications, work experience, language ability, passport validity, document availability, the competent consular jurisdiction, recruiter licensing, lawful sourcing channels, and any applicable international recruitment restrictions. Some markets that look promising prove impractical once document legalisation and consular scheduling are examined, and we would rather establish that before a partner invests months in a pipeline.

Industries and Occupations Covered in Romania

Demand concentrates in the sectors where Romanian employers exhaust domestic recruitment quickest: construction; manufacturing and production; automotive and components; metalworking, welding and fabrication; food production and processing; agriculture; hospitality; warehousing, logistics and transport; cleaning and facility services; technical maintenance; and, at the qualified end, engineering, information technology, and healthcare and care services.

Occupations that recur include welders and fabricators, CNC and machine operators, production and assembly workers, warehouse operatives, pickers and packers, forklift drivers, professional drivers, electricians, plumbers, carpenters, masons, painters, chefs and kitchen assistants, housekeepers and cleaners, farmworkers and food-processing workers, engineers, IT professionals and healthcare staff.

No occupation should be assumed available. For the permanent, seasonal and cross-border categories, the occupation must appear on the current shortage occupations list, which is approved by order of the Minister of Labour, published in the Official Gazette and updated periodically. For regulated professions — healthcare and care roles, professional driving, and certain electrical, gas and lifting-equipment work among them recognition, registration, licensing and Romanian-language requirements may apply, and those procedures run on timescales no recruiter controls.

Skilled, Semi-Skilled and Entry-Level Candidates

Skilled candidates hold a certificate, licence or demonstrable track record that the role genuinely requires. Semi-skilled candidates bring relevant experience and the ability to work to a standard, with training provided on arrival. Entry-level candidates can learn the role on the job. The distinction is commercial and legal at once: qualification and experience conditions apply to several categories of foreign worker, and for some occupations a formal recognition certificate is required. Classifying a candidate accurately at submission prevents a file failing later on a documentation point.

Candidate Screening and Document Verification

Screening is measured against the employer’s actual job description. Partners are asked to establish work history and technical experience relevant to the occupation; qualifications, together with an early view on whether formal recognition in Romania will be required; licences and authorisations for regulated roles; language ability against the real workplace requirement rather than a nominal level; and identity and travel documents, including passport validity against the intended contract period.

Document verification is a shared responsibility. The partner confirms that documents are genuine and consistent at source. We review the file for internal consistency and against the requirements of the applicable route. The Romanian authorities carry out their own verification, including qualification checks through the competent national body where the legislation provides for it. No party’s review substitutes for another’s.

Skills Tests and Trade Assessments

Practical assessment is available where the employer wants it and is strongly advisable for trades. Welding, machining, driving and kitchen assessments can be arranged in the source market or conducted by supervised video assessment, with the employer setting the pass standard. Trade tests are not universally required, but they materially reduce the risk of a placement failing in the first weeks, which matters more now that Romanian rules restrict how quickly a worker may move to a different employer.

Employer Interviews and Final Selection

Shortlisted candidates are interviewed by the Romanian employer, usually by video call and often in batches, with interpretation where needed. Partners are asked to prepare candidates on what the job actually involves, including shift patterns, physical demands, accommodation and deductions. The employer makes the final selection, sets the salary and conditions, and signs the contract. Candidates are never presented as pre-approved, and a submission is not an offer.

Romania Work-Visa and Immigration Coordination

The Government Platform and the Single Application

The official platform, WorkinRomania.gov.ro, is operated within the service hub of the Ministry of Internal Affairs and is the single mandatory channel for employer registration and authorisation, placement-agency authorisation and renewal, and the submission of single applications. It has been formally launched, and in its first operational stage supports registration and authorisation procedures, electronic document submission, official notifications and real-time case tracking. The authorities have stated that the electronic flows for single applications and for extending the right of residence for employment will be supported at subsequent stages, so timelines should be confirmed for the specific case rather than assumed.

The single application replaced the former employment and secondment permits. It consolidates in one flow the checks that previously required separate procedures, and the competent authorities verify the employer, the agency involved, the working, salary, and accommodation conditions, the candidate’s eligibility, and compliance with the annual quota where applicable.

D/AM1 and D/AM2 Routes

The D/AM1 route covers highly qualified workers engaged for a minimum of six months, together with specified categories including people carrying out activities requested by central public authorities, certain teaching, scientific and artistic activities, professional athletes contracted to a sports structure, and citizens of the Republic of Moldova, Ukraine and the Republic of Serbia on a full-time contract. The registered employer files it directly. For the highly qualified category, the salary must be at least at the level of the average gross earnings, and the employer must evidence efforts to fill the vacancy from the domestic or EU labour market through a workforce-availability certificate issued by the county employment agency.

The D/AM2 route covers permanent, seasonal and cross-border workers. The occupation must appear on the shortage occupations list, the salary must be at least at the level of the guaranteed minimum gross base salary, and the application is filed by an authorised placement agency on the employer’s behalf or directly by an employer holding authorised-employer status. Most volume recruitment falls here.

Authorised Placement-Agency Requirements

Authorisation is granted by the National Employment Agency, applied for exclusively online, and valid for two years with successive renewals possible. Criteria cover lawful incorporation and business object; the professional reputation of administrators, associates, shareholders and beneficial owners; the absence of convictions connected with human trafficking, labour exploitation, illegal work, money laundering or other intentional offences; the absence of involvement in activities posing threats to national security; transparency about contractual relationships with external partners, which must be listed on the platform; and a substantial financial guarantee scaled to the number of workers placed. Authorised agencies must provide correct and complete information to workers, must not charge illegal fees, must use the platform exclusively for placement requests, must cooperate with inspections and must report suspected exploitation immediately. Breach can lead to suspension or withdrawal of authorisation, which invalidates applications filed on an employer’s behalf.

Where Romanian law requires an authorised placement agency, AtoZ Serwis Plus coordinates with appropriately authorised Romanian or eligible EU partners according to the applicable case. We do not hold that authorisation ourselves and do not present ourselves as holding it. Partners and employers can verify any authorised partner’s status in the official public register before signing.

Contracts and Candidate Information

Three contracts can arise. The individual employment contract between worker and employer is always required, must be concluded in Romanian and in a language the worker understands, and must be registered in the national employee register before the single application is filed. Where an agency is involved, a written service provision contract between the agency and the employer incorporates the firm job offer, and the obligation to monitor working and accommodation conditions, and a tripartite placement contract binds agency, employer and worker in both languages. Standard templates have been approved by ministerial order. Candidate information must be given in a language the worker actually understands, not merely in an international language nominally offered.

Consular Preparation

After approval of the single application, the candidate attends the Romanian diplomatic mission or consular office in the country of origin or residence in person, presenting the original travel document and the supporting evidence the mission requires. Biometric data are collected at this stage. The long-stay work visa is granted for ninety days. Appointment availability, document requirements and processing vary by consular jurisdiction, and neither we nor any partner can guarantee an appointment date or an outcome.

Arrival, Residence Support and Onboarding

After lawful entry, the worker applies to the territorial immigration office in the county of residence for the single permit or, for eligible highly qualified workers, the EU Blue Card, before the stay conferred by the visa expires. Where it forms part of the agreed service, we coordinate arrival support, transfer, accommodation confirmation and preparation of the residence file. Romanian employers carry their own post-arrival duties, including Romanian-language and integration courses for a minimum period and confidential access to complaint procedures. Partners are kept informed during the settlement period, because a candidate who arrives in conditions that do not match what they were promised becomes everyone’s problem.

Candidate Data, Consent and Ethical Recruitment

Candidate personal data is processed under the General Data Protection Regulation and Romanian implementing legislation. Partners must obtain documented, informed consent before sharing a profile, must collect only what the process requires, must store it securely, and must be able to evidence the lawful basis for processing if asked. Sensitive documents such as passports and criminal-record certificates require particular care. Candidates retain their rights of access, correction and erasure, and partners must be able to honour them.

On ethics, the position is not negotiable. Romanian law prohibits conditioning employment on commissions, tariffs, fees or guarantees demanded from the worker, and requires that prohibition to be displayed prominently on the official platform. No partner may charge a candidate anything in connection with a Romanian placement: no registration fee, no processing fee, no refundable deposit, and no payment routed through a third party. Partners must also present terms honestly, must not substitute contracts, must not facilitate undeclared work, and must report any suspicion of trafficking or exploitation immediately. A partner found charging candidates will be removed from the programme.

Commercial Terms and Commissions

Commercial terms, responsibilities, payment conditions, and any applicable replacement provisions are confirmed in a written partnership agreement. Nothing on this page constitutes an offer of specific commission rates, payment timescales, territory rights, candidate volumes or earnings, and no partner should plan on figures that have not been agreed in writing.

Two principles apply regardless of what is agreed. Commercial arrangements exist between the business parties, never between a partner and a candidate. And commercial terms cannot displace legal ones: no agreement can authorise a partner to perform an activity it is not licensed to perform, or to charge a worker a fee that Romanian law prohibits.

How to Join: Registration, Verification and Onboarding

Registration begins with the partner form, which asks for the organisation’s legal name and registration details, country of operation, licences held, sourcing markets, sectors of specialisation and contact details. Applications are reviewed rather than automatically accepted.

Verification examines legal registration, any recruitment licence required in the country of operation, the proposed scope of activity, the organisation’s history and references, and how it handles candidate money and data. Where something is unclear, we will ask before deciding. Where an applicant cannot lawfully perform what it proposes to do, we will say so and, where possible, explain what a compliant version of the relationship would look like.

Onboarding follows acceptance and covers the Romanian framework, the difference between the routes, the document standards expected, the submission format, escalation contacts, and the data-protection and ethical requirements that apply throughout. Partners are given the current requirement picture rather than a static job list, because vacancies move.

Candidate Submission and Status Updates

Candidates are submitted against a specific documented requirement, with a CV, evidence of qualifications and experience, identity and travel documents, any licence the occupation requires, and written candidate consent. Submissions without consent are not processed. Partners receive feedback on suitability and any additional documentation needed, and are told when a profile is not a match rather than left waiting.

Status updates are provided at defined points: submission acknowledged, employer feedback received, selection confirmed, contract stage, application filed, decision communicated, consular stage, arrival. Where a stage sits with an authority, we report the position honestly rather than estimating a date we cannot control.

The Eight-Step Partnership Process

1. Apply and be verified. Submit the partner form; we review legal status, licences and proposed activities. Outcome: a decision on eligibility, with reasons.
2. Onboard and agree terms. Framework briefing, document standards, submission process, and a written partnership agreement covering commercial terms. Outcome: an active partner able to receive requirements.
3. Receive documented requirements. Real Romanian employer vacancies with occupation, location, salary, conditions and route assessment. Outcome: a brief you can actually recruit against.
4. Source and screen. Identify candidates, screen against the job description, verify documents and obtain written consent. Outcome: a shortlist matched to the requirement.
5. Submit candidates. Profiles and documents submitted in the agreed format; we review and give feedback. Outcome: candidates accepted for employer consideration, or clear reasons why not.
6. Interview and selection. Interviews and any trade assessments coordinated; the Romanian employer decides. Outcome: selected candidates and confirmed employment terms.
7. Contracts and immigration. Firm job offer, bilingual contract and registration, service and placement contracts where required, and the single application filed by the party the law designates. Outcome: a submitted application and a candidate prepared for the consular stage.
8. Consular stage, arrival and residence. Visa application, entry, arrival coordination and the residence application. Outcome: a lawfully documented worker starting the job in Romania.

Why Work with AtoZ Serwis Plus Romania

• Romania only. One destination, one legal framework, studied properly rather than a general international offering that treats Romania as a line item.
• Route assessment before sourcing. Establishing the applicable route, shortage-list position and employer status before recruitment starts avoids wasted pipelines.
• Honesty about the boundary. We tell partners plainly which activities they can and cannot lawfully perform, and coordinate with appropriately authorised partners where the law requires it.
• Documented requirements. Partners work from real employer briefs with stated conditions, not from speculative job lists.
• Workers are never charged. A prohibition we enforce as a condition of partnership, not a slogan.
• Realistic reporting. Status updates reflect the actual position of a file, including when the answer is that an authority has not yet decided.

What AtoZ Serwis Plus Does Not Guarantee

We do not guarantee acceptance into the programme, access to vacancies, candidate placement, employer selection, commission earnings, or any particular volume of job orders. We do not guarantee visas, work authorisations, residence permits, consular appointments, processing times, quota availability or government approvals, because those decisions rest with the competent Romanian authorities and no adviser can promise them.

We do not hold authorisation as a Romanian foreign-worker placement agency, and we do not describe ourselves as a government-approved agency, a representative of Romanian immigration authorities, a Romanian employer, or a visa or work-permit authority. We do not claim any relationship with, or influence over, any Romanian authority or diplomatic mission, and we cannot accelerate an application. We do not issue employment contracts in our own name, and we do not support false documents, misleading job offers, fees charged to workers, undeclared work, contract substitution, or the use of a Romanian work visa as a route to employment in another country.

Important Legal Disclaimer

AtoZ Serwis Plus provides recruitment coordination and immigration support services. Partner applications are reviewed, and acceptance is not automatic. Available vacancies depend on genuine Romanian employer demand. Romanian employers make final hiring decisions, and the competent Romanian authorities decide immigration applications. AtoZ Serwis Plus does not guarantee jobs, candidates, selections, visas, permits, appointments, processing times, quota availability, commissions or government approvals. A written partnership agreement governs commercial terms. Recruiter partners remain responsible for complying with applicable licensing, recruitment, ethical and data-protection laws in every country in which they operate, and candidates must never be charged fees at any stage.

Start the Conversation

A recruiter partnership in Romania works when both sides are candid about what they can deliver. If your organisation sources candidates lawfully, screens properly, tells candidates the truth and never charges them, there is a workable arrangement here and a Romanian labour market with a genuine, sustained requirement for the people you can reach.

Send us your organisation’s details, the markets you cover, the sectors you specialise in and the licences you hold. We will tell you whether a partnership is possible, what form it would take, and where the legal boundaries fall for an organisation in your position.